Job Postings
POST A JOB
As a Member Benefit, you can post your job on the NCPA website at no additional cost. Non-Members may also post on the NCPA website for a nominal fee of $25. Additional terms and conditions apply (below).
MEMBERS:
Email your 1-page job posting as a PDF attachment to
resources@ncpasd.org. You will receive confirmation via email.
NON-MEMBERS:
Your payment of $25 is due prior to posting online. To submit payment
CLICK HERE then email your posting as a PDF attachment to
resources@ncpasd.org. Email confirmation will follow.
Terms & Conditions
Job will expire after 30 days and can be removed at any time per your request.
Posting will be alerted to the NCPA LinkedIn Group (members only).
Space allowed is 1 page and must be formatted as a pdf.
The NCPA does not make any modifications to the posting.
Information expressed in the posting is a representation of the company and not of the NCPA.
The NCPA reserves the right to refuse to post at its discretion.
$25 non-member fee is non-refundable and non-transferrable.
AUGUST LUNCHEON
Eldercare and the Workplace - A Panel Discussion
It is estimated by the Administration on Aging that one in five or 20% of households informally provides eldercare for an aging family member, friend, or neighbor. The elder population over 65 is expected to double from 2000 to 2025. It is likely that a high percentage of employees will be involved with eldercare in the upcoming years.
During the lunch, a panel will discuss:
- Legal parameters around elder care leave (employer’s perspective)
- Employee Education
- Resources and support provided by the Caregiver Coalition, including types of care
- Planning. Advance directives, financing and the caregiver toolbox
CLICK HERE to learn more about the panel.
REGISTER NOW
SPONSORED BY: 
Click Here For More Information
U.S. Supreme Court To Decide Whether Title VII Protects Employee's Fiancée
By Christopher W. Olmsted, NCPA Legislative Chair
The U.S. Supreme Court has agreed to review a case where an employee claimed he was illegally fired because his fiancée filed an EEOC charge. The case, titled Thompson v. North American Stainless LP, follows on the heels of another retaliation case decided by the Court. Regardless of the outcome of this case, employers should keep the facts of this case in mind when responding to discrimination claims. Read More
